What I do... Part 1... Why clients hire me...
I'm a recruiter.
Morning noon and night.
I say it with pride.
Sure I may sometimes be a project manager or a talent leader but at my heart is that of a recruiter. I love finding candidates for interesting organisations, shaping the proposition, thinking where I might find someone with potential not just skill.
I am always thinking about recruitment. Candidates I have spoken to, the things they told me about recruitment, the process, the tech, the next big thing, the thing that should work and why it doesn’t.
I think about how my clients need to attract and hire great people and how that might work.
Strangely though despite all my thinking it isn’t the reason my clients hire me, nor my wit charm and Don Draper like anecdotes.
What I have found in the main is that my clients focus on the tactical steps of recruitment. They want to know how to advertise roles more effectively, what the response rate will be if they send a tweet saying they are hiring. As a huge generalisation, it is often about the things they think need to be done to hire people. Clearly, I can answer those but in the main I try hard to bring it up a level - think slightly more holistically to what my clients really want.
What my clients really want, is a connection, which leads to an interaction which leads to engagement which leads to a hire. Clearly advertising, twitter etc. can form part of that but they are the tools to execute not the main event.
My clients want more candidates. And they want to trust that I can help get them.
I sell trust.
That it is going to be easy or it is going to be tough but whatever my take on it that is what will happen. Clients ask me to explain my approach, the tools I have used and the results achieved with similar clients and of course they are part of it but that doesn’t typically get to the real issue.
Being honest that can be really hard. It can be hard because neither me not the client necessarily can articulate the issue, we jump to solution mode quickly as it often more comfortable but misses where we need to go which is about genuine outcomes.
What those outcomes are varies from business to business and there in lies the problem. Recruitment is a funny old game and whilst there is a load of data to track and manipulate it is never clear cut. Sure you will meet people that say they hired x people in y time. I have too. But that was in a different business, with a different candidate proposition/location/salary/interest.
So more and more I am trying to ask clients to really clarify the actual challenge, not the noise the challenge is causing. The challenge is 99.9% the same for every client - needing more candidates.
From then we work out the gaps, the solution and the price. Typically a bundle of People, Process and Technology to begin with before moving to the challenges of Brand and EVP.
My clients trust that I have got it right because they are part of the solution - sure they need my specific expertise but the solution is driven by an honest transparent approach.
The next few posts will cover more of that People, Process and Technology stack that I present - demonstrating why we should have a coffee and talk about what your recruitment challenges are.
I have a background in executive search and selection, headhunting and senior level recruitment combined with people and business management experiences. My focus has always been on the IT services, technology and management consultancy sectors on a permanent and interim basis where I have developed a personal portfolio that covers areas such as EVP, social recruitment and the successful creation of talent pools as well the management and leadership of corporate talent acquisition teams.
Currently working across Europe with high growth, high tech organisations to develop effective blended onshore/offshore recruitment models, covering full commercial engagement, transition and ongoing delivery management.
I am an avid blogger, writer, public speaker and traveller of trains across the UK.